Job satisfaction of nurses working in hospital units of northern Portugal

Ferreira, Carina Alexandra Salvador; Fernandez, Roberto; Anes, Eugénia

doi:10.12707/riv17043

Cited by 6 publications

(20 citation statements)

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“…The area of care influences nurses' job satisfaction, both general satisfaction and satisfaction by dimension (WPQ, QCD, and CQI), as well as their perception of the level of satisfaction, being consistent with previous studies (9)(10) that concluded on the existence of a relationship between satisfaction and the context of the performance of tasks.…”

Section: Discussionsupporting

confidence: 89%

Avaliação da satisfação profissional dos enfermeiros por áreas de prestação de cuidados

Silva

Potra

2021

Rev. esc. enferm. USP

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RESUMO Objetivo: Analisar o grau de satisfação profissional dos enfermeiros segundo a área de prestação de cuidados numa Unidade Local de Saúde, em Portugal. Método: Estudo quantitativo do tipo descritivo, analítico, com desenho observacional e transversal. Utilizou-se o Instrumento de Avaliação da Satisfação Profissional para a coleta de dados. Resultados: Amostra (n = 218), predominantemente feminina (84,6%), com a idade média de 33 anos. A área de prestação de cuidados influencia a satisfação profissional total (p < 0,05) e algumas das dimensões estudadas (p < 0,05). Os enfermeiros das Unidades de Cuidados na Comunidade apresentam maior satisfação profissional, seguidos dos enfermeiros de Cuidados Indiretos. Os enfermeiros de Cuidados Críticos apresentam menor satisfação profissional, seguidos dos que trabalham em unidades de Ambulatório. A maioria dos enfermeiros apresenta menor satisfação na avaliação da faceta Órgãos de Gestão e na dimensão Qualidade da Prestação de Cuidados. Conclusão: Os enfermeiros mais satisfeitos são os das Unidades de Cuidados na Comunidade e os enfermeiros com menor nível de satisfação profissional são os de Cuidados Críticos.

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Section: Discussionsupporting

confidence: 89%

Avaliação da satisfação profissional dos enfermeiros por áreas de prestação de cuidados

Silva

Potra

2021

Rev. esc. enferm. USP

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“…In this turbulent environment, top managements of every organisation have come to realise that talented workforces are assets for the organisations because talents and skills of employees are essential driver for success. On the other hand, talent insufficiency has a negative repercussion on the success of the organisation (Salvador et al, 2017). According to Ramli et al (2018, p. 10) "talent management is the systematic attraction, identification, development, engagement, retention and deployment of those employees who are of particular value to an organisation, either in view of their high potentials for the future or because they are fulfilling business/operation-critical roles".…”

Section: Introductionmentioning

confidence: 99%

Talent management practices: perception of registered nurses in Malawian public hospitals

Dzimbiri

Molefi

2021

AJEMS

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PurposeThe purpose of this study is to investigate nurses’ perception towards the current application of talent management practices in Malawian public hospitals. It further explores whether significant differences exist between the registered nurses’ perceptions of the current application of talent management practices based on their demographic factors.Design/methodology/approachThe study employed a quantitative research approach, using a cross-sectional survey strategy. An adapted version of Human Capital Index (HCI) questionnaire with 45-items was administered amongst 947 registered nurses in four public hospitals. Eventually, 580 responses, representing 61.2 per cent were found to be acceptable for analysis. Stata version-16 software programme was used to analyse the data.FindingsFindings of the study demonstrated that talent management practices are currently poorly applied amongst the nurses. Substantial gaps existed between the current applications versus the importance of talent management practices. Significant differences exist between the nurses perceptions of talent management practices based on their marital status.Research limitations/implicationsThe study only focused on a single perspective (registered nurses) and a single area (Malawian public hospitals) – an issue that disregarded different views (e.g. doctors, hospital administrators, hospital directors and other hospital staff). Furthermore, the results of this study cannot be generalised to other public and private hospitals settings because the data were collected from central hospitals only.Practical implicationsPractically, this study highlights the problematic areas of talent management practices hence the need for effective talent management for nurses.Social implicationsThe study has huge social implications in that the results will inform best practices for public hospitals thereby improving welfare of the patients and society at large.Originality/valueThe study contributes to new knowledge on nurses’ perception towards the application of talent management practices within the Malawian health sector and presents a valid and reliable measure to assess their perception.

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“…Head nurses assume a primary relevance in establishing strategies that can improve the work environment and promote job satisfaction among nurses (10) . Indeed, the role of the hierarchical superior figure is fundamental not only for the human management and material resources but also for the communication's effectiveness and inter-relationship among professionals, particularly in what concerns conflict management (22) . No statistically significant differences were found in the remaining dimensions of nurses' job satisfaction before and after the implementation of the SafeCare Model.…”

Section: Discussionmentioning

confidence: 99%

Impact of clinical supervision on job satisfaction and emotional competence of nurses

2021

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Objective: To evaluate the impact of implementing the SafeCare clinical supervision model on nurses’ job satisfaction and emotional competence profile. Methods: This is a quasi-experimental study, with a sample of 28 nurses from a hospital in northern Portugal. A self-administered questionnaire was applied, used as pre and post-test, which included: sociodemographic and professional characterization; “Job Satisfaction Scale”; and “Veiga Emotional Competence Scale”. We conducted descriptive statistical analysis and the Wilcoxon Test. Results: A significant decrease in the nurses’ satisfaction with hierarchical superior was observed in the post-test. No significant differences were found in the nurses’ job satisfaction and emotional competence after the implementation of the SafeCare Model. Conclusion: The SafeCare Model needs improvement, suggesting increasing the amount of training time administered to nurses and strengthening the healthcare institution’s link to the Model.

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Job satisfaction of nurses working in hospital units of northern Portugal

Cited by 6 publications

References 0 publications

Avaliação da satisfação profissional dos enfermeiros por áreas de prestação de cuidados

Avaliação da satisfação profissional dos enfermeiros por áreas de prestação de cuidados

Talent management practices: perception of registered nurses in Malawian public hospitals

Impact of clinical supervision on job satisfaction and emotional competence of nurses

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